HR Manager - Stanford Blood Center

Stanford Health Care•Stanford, CA

6d•$65 - $86•Hybrid

About The Position

Under the general direction of the Stanford Blood Center's (SBC) Human Resources (HR) Director, the HR Manager will manage HR programs and policies, ensuring that the organization is in full compliance with applicable laws and regulations. In addition, the position works closely with the HR Director to develop, implement, and evaluate ongoing HR policies, programs, functions and activities. Supervises over, and manages workload of a team of SBC HR Generalists and Talent Acquisition Consultants.

Requirements

Bachelor's Degree Required
5+ years to 7 years relevant experience Required
Knowledge and demonstrated experience as a consultant and advisor to management in at least four human resources areas, including: employee relations, employment and labor law, compensation, staffing and employment, training and development, performance coaching and management, and organizational development.
Experience implementing diverse and high impact HR initiatives to support organizational objectives.
Demonstrated interpersonal skills and understanding of group dynamics. Successful track record of establishing credibility and trust with a diverse client group.
Strong analytical, critical thinking, problem solving, judgment, negotiation, influencing, and decision making skills. Ability to maintain confidentiality, tact, and diplomacy.
Excellent oral and written communication skills; ability to prepare clear and concise reports and deliver formal presentations or training to senior management and other audiences.
Demonstrated proficiency with business applications, such as Microsoft Office Suite and human resources information systems.

Nice To Haves

1+ year to 2 years prior supervisory experience Preferred
PHR or SPHR preferred

Responsibilities

Lead and serve on cross functional committees across the organization in order to ensure all levels within the organization have a voice.
Serve as a visible, involved and engaged leader to employees throughout the organization.
Participate on committees, special projects, and surveys that involve external blood banking and/or human resource entities.
Coach senior leaders on complex leadership and HR issues including development, engagement, and talent performance and issues which could have the potential to create a competitive advantage for the business.
Lead and manage a department of HR Generalists (non-exempt) and Talen Acquisition Consultant(s) (exempt) that deliver strategies around talent recruitment and management, learning and development, and policy and procedures.
Manage the work assignments and performance of direct reports. Set team objectives, priorities, and resources to align with Blood Center objectives. Responsible for interviewing, hiring, training, coaching, performance management, and performance reviews of all direct reports.
Educate, coach and support leadership with performance management and progressive disciplinary action.
Lead annual performance appraisal process, working with leadership and within guidelines to ensure effectiveness, compliance, and equity within SBC.
Collaborate with department leadership and SBC HR Director to establish mid-year increases and/or bonuses as appropriate.
Handle all employee relations issues for SBC, ensuring compliance with policies and bargaining unit contract.
Conduct effective, thorough and objective investigations; analyze and recommend resolution for issues, consult with SBC HR Director and/or SHC Employee and Labor Relations as necessary.
Design, develop, revise and manage the SBC new employee orientation process, including orientation of new leaders. Ensure that all SHC and general SBC requirements have been met, including HIPAA, sexual harassment, health and safety and lab training.
Perform periodic audits of training files.
Identify, communicate, and consult with employees on training and career development opportunities.
Drive the SBC leader and team member development programs, including needs assessment and design; implement training program (e.g. One Minute Training articles, in-person training classes, virtual training classes, and curated list of external offerings), and facilitate in-person or virtual training sessions.
Oversee team member leaves of absence (Disability, Workers’ Compensation, Paid/Unpaid, Personal, etc.); ensuring leave records are processed timely and accurately.
Educate SBC team members on policies and processes associated with leave; act as liaison between team members, leadership, the Leave Administrator (The Hartford), SHC HR Absence Management Team, SHC Workforce Health and Wellness Team, payroll, insurance vendors, and risk management to resolve leave issues; provide follow-up with team members on claims, payments and related worker’s compensation issues.
Collaborate with SBC leaders to accurately assess and design organizational structures, describe new or existing positions for recruitment or classification review, develop and implement succession planning and retention programs, and coordinate reductions-in-force when necessary.
Partner with Stanford Health Care (SHC) Compensation to determine appropriate classification and level of positions and with SHC Employee and Labor Relations to execute reductions-in-force.
Lead and support leadership in designing strategies and programs to support and facilitate behavioral and organizational change within SBC.
Manage SBC’s hiring and onboarding process through SBC TA Acquisition Consultants and HR Generalists.
Consult with hiring managers/supervisors and SBC HR Director to determine appropriate in-hire salaries and oversee preparation of offer letters, ensure hiring processes are compliant with policy.
Ensure effective onboarding and SBC New Hire Orientation experience to foster positive attitude toward SBC.
Act as lead systems expert within SBC for HR management system (Workday).
Initiate and /or approve human resource transactions for SBC, including hires, transfers, reclassifications, promotions, leaves of absence, terminations, salary changes, off-cycle checks, etc.
Use standard and ad hoc reports to analyze and identify problems and trends; initiate corrections and/or recommendations for staffing solutions as necessary.
Maintain in-depth knowledge of legal requirements related to management of employees, reducing legal risks and ensuring regulatory compliance.
Serve as a primary resource on HR policies and procedures for SBC employees; provides guidance and interpretation on governmental laws or regulations to management and employees, while working with management to ensure compliance.
Develop and document all SBC HR policies and procedures.
Ensure all personnel records are kept confidential and maintained appropriately.
Comply with governmental regulations and Stanford Health Care and Blood Center policies regarding health and safety. Observe and support good health and safety practices.
Strictly observe privacy and security related policies, procedures and practices to preserve the integrity and confidentiality of medical and other sensitive information pertaining to donors, patients, research subjects, and employees. Act as a responsible information steward and treats information as sensitive and confidential in accordance with federal and state laws and with professional ethics, accreditation standards and legal requirements. Do not disclose protected health information inappropriately.
May be required to enter areas where other individuals work with human blood; potential may exist for unanticipated exposure to bloodborne pathogens by splash or spill.